Get promoted in 90 days | Greg Henriques | Skillshare
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15 Lessons (1h 25m)
    • 1. Course Description

      1:22
    • 2. 0 Introduction

      1:48
    • 3. 1 The mindset for success

      8:26
    • 4. 2 How promotions work in corporate

      14:35
    • 5. 3 Your personal development plan

      9:20
    • 6. 4 Build your career plan

      5:52
    • 7. 5 Working with your managers

      4:03
    • 8. 6 Sitting down with senior stakeholders

      7:10
    • 9. 7 When to apply for a promotion

      3:46
    • 10. 8 Conclusion

      1:46
    • 11. By the way...

      0:37
    • 12. BONUS - The 3 pillars of PERFORMANCE

      4:31
    • 13. BONUS - Providing constructive feedback

      3:53
    • 14. Bonus - World Class tips for Goal Setting

      5:21
    • 15. Workshop: Finding your dream job

      12:19

About This Class

This course is your ultimate toolkit for accelerating your career progression at work. It will provide you with guidelines, principles and concrete tools that are based on direct insights from how the corporate world operates in blue chip companies.

By the end of this training, you will have developed or enriched your personal development plan and you will have developed an inspiring career plan.

You will also be equiped with the best tips and techniques on how to engage with leadership and with your managers.

Finally, you will be able to prepare for your next promotion application, building up strong sponsorship and getting ready not just for the next level, but the ones beyond!

Structure :

  1. The mindset for success
  2. How promotions work in corporate
  3. Your personal development plan
  4. Building your career plan
  5. Working with your managers
  6. Sitting down with senior stakeholders
  7. When to apply for a promotion

 

Course Goals:

  • develop a solid Personal Development Plan
  • build their career plan
  • prepare for meetings with senior executives
  • understand how the promotions work in corporate
  • increase their visibility at work
  • plan and prepare for their next promotion
  • be better recognised at work


Who should take this course?

  • anyone who is seeking to accelerate their career path
  • anyone preparing for a promotion in the next 12 months
  • anyone who currently works or is planning to work in a corporate environment
  • anyone who wants to grow personally and learn new skills

Transcripts

1. Course Description: the mindset of a corporate winner. How can you develop your career and accelerate your career path, Working on your personal development, having the key conversations and knowing what are the best secrets on how to be successful in the corporate environment? This is what this training is all about. We're gonna talk about how you in charge off your personal development, how you need to proactively lead your career and how you can do this. How you need to approach your managers, your senior leaders, how you need to work on your personal development plan. Your career path. What are the general guidelines and examples off things you can do to go beyond your role and add more value into your corporation so that you become more visible and more successful in your environment? It is actually not that difficult to accelerate your career path. It doesn't take you toe work more or harder on what you already do. Well, it's just about looking beyond and getting to know what are the secrets of how the corporate world works. How do corporate leaders promote people and how you can master the rules of this game so that you get the career you dream off 2. 0 Introduction: welcome to the career development training. I am really, genuinely excited for you because in this training I have put everything I've learned over the 10 years I've spent in corporate. And by the way, never let your age be a blocker or limiting factor in your carrier. And never let anyone tell you otherwise. Because rather than doing 20 years off actually doing 20 times one year of experience, learn every day, make every moment at work fruitful and a learning experience, and you will progress in your carrier more than anyone else, even at a young age. And so and this training, compared to the other ones have done. The lessons are actually quite longer and there fewer lessons. So I really encourage you to revisit those lessons. Let it sink in. Revisit. Take your time, press pause, take some notes and more than ever, apply what you learn. What are you gonna learn? This training? Let's recap. First of all, I'm gonna rip you with some principles to help you prepare for a great career. So what's the right mindset? And also, how does the corporate world work? How does this machine operate in terms of career development. Then we're gonna look at how you can take action, building your personal development plan and your career plan, then building your network with your managers and we've senior stakeholders. And then we just integrate all that to make sure that you're all set for a fantastic career . Let's go. 3. 1 The mindset for success: the mindset of a successful career developer. What is the type of mindset? What are the principles that you need to have programmed in your brain to be successful in your career? First of all, you will have to do more than other people. If you want to progress faster in your career than your colleagues, you will have to put more efforts into your career and be very careful. I didn't say that you will have to work more or do more off the same. Absolutely not. In order to have a successful career, you need to put more efforts, and you need to know where to put those efforts so that eat does full feel and encourage your successful career development. So what are those principles and how can you go about putting the right efforts into accelerating your career? First of all, always look to do more. Always look to go the extra mile in anything you do, you need to always be asking yourself not only how can I do a great job in what I do, but also how can I go beyond What more could I do? So in a more pragmatic way, I think that the best question for you to ask yourself when you work on some specific activity or project is how can he be improved? How could we do it better? Smarter? How can this be easier for anyone else doing it after me in the future? So any time off process improvement activity that you can initiate any proposal you can make on how things could be easier, smarter or less difficult are gonna be greatly van valued and appreciated by your leadership. So always think not just to do the work, but also to ask yourself how it can be improved. This is essential, Yes. So look at ways to work smarter. Look at ways to improve what is being done. Look at ways to positively and constructively challenge the way things are done in your environment and make proposals on how you could make it better. Yeah, take initiatives. Can you develop a new spreadsheet so that people won't have to write this long email again ? Can you put in place manuals and guidelines for the future so that nobody has to go through the same pain as you did when you first had to deliver this task. It's all this type of little value. Add activities that are going to make a tremendous difference because you are progressively building up a signature off being the guy or the woman who delivers more, who surprises, who looks beyond and being autonomous and proactiv our skills of winners in the corporate world. So make the life off people easier and be proactive in improving the way the company works . One of the most empowering question, I often ask myself is, if this was my company, would I do the same? What would I do differently? Just act as if this company is yours, because some way it is, it's where you spend your time and effort. So make it better and always look not just to deliver what you're being asked to deliver, but always look to improve the way things are done. I was once working on the project at the time, I was not yet the project manager. I was one member off the project, working on one specific area, and we were in the face where we were testing a new product and the testing phase was quite broad and we had several divisions involved and about 5200 people who had to be coordinated so that this testing could be successfully completed. We didn't have a strong, thorough process on how to coordinate those people, and I noticed that very often people couldn't progress on their part off the testing because they were depending on others to finish their work before. So I noticed this for a few days, and then I want to see the project manager, and I said, I think we could improve the way we test and accelerate the pace if we were to better coordinate the dependencies between one team in Iran and another. And I suggested that we put simple for sheets on the wall where we had all the tests listed and show the sequence off who was testing what? And I said to the project manager that I could do that and I could just make sure that it progresses. That's supposed as it's supposed to guess what happened. Not even a month later, I was promoted as the testing coordinator, and this is actually one of the project who get me promoted later on as a manager and as a project manager. A typical example, off a situation where I saw a problem and I asked myself, How can we improve this? How could we do better? So own your projects and beyond what your normal job is, so that you always have this mind set off a career winner, which is the mindset of someone who is proactive and autonomously, looks for ways to be smarter, toe work better and to deliver better results. And this type of initiatives will be highly appreciated and valued in a corporate environment. Who will talk later about how corporate companies assess the readiness of someone to be promoted? And one of the things is, how have you contributed beyond your role? Yes, So let me just finish with a few examples off activities have done in the past, which have proved to be not only very valuable for myself because I learned a lot and I connected with new people, but also that significantly accelerated my success in my career. Things like participating to corporate events. Think about the division, think about your team or the site where you're located. What are the big events that are being prepared and plan for in the year? Could you take a role there. I once became the networking lead in one of our events, and I was responsible for fighting an external speaker who could come and talk to us. I even called directly the Arsenal Football Club and asked for us and longer he if he couldn't come to join us. This didn't work. It's just to give your ideas of how you can make this fun and actually quite exciting for you. Other things could be looking at engagement activities where, where you work. Do you have a group that focuses on the engagement of employees? What role could you play there? What type of activities could you initiate or support? Where can you contribute? Basically, that is the right question. Where can you contribute working? You add value in activities that go beyond your role. You don't have time for this. I've heard this one many, many times before. If you want to win in the corporate world, find the time because, like I said, it's not about doing more off your current job. It's about looking beyond and having a broader impact than simply on delivering results where you're supposed to so find the time allocated. This time, even if it means that you have to manage a beat, the expectations of your manager in other areas, they will accept it because you're working for the overall benefit off the company, it will work. So find the time we talked about corporate events, engagement activities, any other project that could next people together, it would increase your network. It will enhance your visibility, and it will make sure that you're ready for the next step. Let's talk about the corporate world more in detail now. 4. 2 How promotions work in corporate: So how do promotions really work in corporate fair question. Well, there's gonna be a few things that I want to share within this context. The 1st 1 is you are in charge of your personal development and of your career. Don't expect your manager or anyone else to be driving it for. You know, if you want to be successful, you take, ah, 100% full of accountability for your career and you drive it. Pro activity. Remember the previous lesson where you always need to ask yourself the question. How can I go beyond and add more value? Start with yourself. How can you focus better on your career and on your personal development so that you can learn quicker and you can progress faster than your colleagues? That is the number one thing you own your career now. The second being principle I wanted to talk about is in the corporate world. It may sound frustrating for some people, but if you want to be promoted, you have toe already be doing the job. Yes, let me explain if you are currently working as an individual contributor and that you want to step up and be promoted to a manager, you have to demonstrate that you can work as a manager in your current role. So many, many people ask me. But how can I do this when I don't have people reporting into me? I'm not the manager. How can I demonstrate that I can manage? My response is always the same. You don't need to have people reporting into you to behave as a manager and to lead people , learn how to need without the authority and show how you can influence others. The appears your colleagues, your teams and people who are even in levels below you and how you can inspire them to do better work and how you can influence their decision making process. This is being a manager. You don't need to have a title. You don't need to have a team formerly to be recognized as one. So Justin example off actually already do the job that you want and demonstrate that you are able that you've got the skills and that you're ready with the right mindset. There's also an advantage of this the day you're promoted, your apparent operational from day one because you already know how to do the job. Let me give you an example that some point in my career I want to become a business partner . It was a point of yellow near zone between I t and the business. At the time I was a program manager and there was no way for me to demonstrate how to be a business partner in my current job. Or so was I thinking. So I sat down with the head of the business partner division and we discussed about what a business partner do in detail, and I realized that most of their work was around defining roadmaps off the potential opportunities and solutions that could be added into a business so that they deliver their results. So I went back to my problem management world, and I realized I could actually do exactly the same. Just converted this into my own world. So I developed a roadmap for my problem Program management office and I align with the key stake holders, just as a business partner would do and row chilled this road map and agreed on the future plan for my problem management office. I presented this back to the head of the business partnership division, and some of my ideas got incorporated into the ways business partners we're working themselves. So there Waas not a business partner and giving advice and being helpful. Nothing value to the team of pieces partners. So ask yourself, how can I demonstrate in my current role skills and mindsets that are necessary and required for my future role? How can I already prove right now that I can do it? This is the second principle. Always do the job before you get it, and then, lastly, something that is so important in corporate. And I see so many people who don't get it and who don't want to play by the rules off corporate. Now, if you imagine that your career is like playing a game, you have to learn the rules, and then you have to play by these rules and master this game in order to win. So his third rule is visibility is key. Think about it. Corporate is a huge environment, with hundreds and often thousands of stakeholders. So what's essential for you to be successful in your career is to have the visibility, meaning that people know who you are and how you add value into this corporation. And it's not as difficult as it may seem because it's actually only taking one or two things to be known for a certain positive contribution that you've brought to the company. Now, let me ask you a question. How many colleagues do you know who are highly competent and we'll do great work and that even great results and don't get promoted? I'm pretty sure that there is an 80% chance that the reason why they don't get promoted is because they resist against this rule off being visible enough to senior leadership and being recognized for their work and their results. It is essential, and I know it may not. Please all of you just accept that this is something you have to do, not let me reassure you when I say visible, I want you to be very, very careful on what it means, because it's not at all about bragging. It's not at all about being arrogant and show off. It's about making sure that whatever your results are and when you did ever great pigs, people know that you did it. So take credit for the great work you're doing. Make sure that the difference you're making in A Corp company is being recognized is being noticed and that people associate ID with you. Let me give you a few ideas on how you condone this naturally, so that it comes to you without having to force it or without risking, too be negatively interpreted. I believe that what's key in being successful incorporate is bringing your intent to city your own self in work. So I like to encourage people to bring a part of their out of work life in their work. Let me explain myself, if you have a passion, if you have something that you do that outside of work, how could you make it beneficial for other people at work for your colleagues? How could you contribute through your passion? For example, say that you love running and that you're actually quite skilled at it and you know how to develop a running program. Well, why don't you organize a running group within your corporate office? And why don't you set up running sessions after work? If you like cooking, why don't you set up optional cooking classes for your colleagues, where you're sharing your passion with them or where you can cook all together for a corporate celebration. If you have a passion for photography or website design, whatever it is, you get my point. How can you share it with others? How can you initiate something from your own where not only you show skills, which will increase your visibility but also contribute, which would be highly recognized and appreciated in the cooperative mint? Any activity that connects people together and any activity that enriches the skill and the engagement off employees will always believe, always be positively received. Then it's just a matter of how you do it off course. You know, I would always be very careful to get the right endorsement before going ahead. So talk about it with your a manager and with the site leaders and the leadership team and just probe them and make suggestions in a soft manner about the few ideas you have And you thought, you know that might be helpful in beneficial for their teams, and you would be surprised about the results you're going to get. In my very early days in my career, I was fresh out of uni, and I must confess I was a bit is a bit of a party animal at the time, and I still was enjoying the life of going out sometimes, you know, even on Thursdays during the weekend, and I still enjoy going out on. One thing I noticed is my colleagues and even sometimes managers and you know, people much older than me. We're enjoying this and, you know, they kind of appreciated that I was celebrating my life and having a lot of fun. So what I thought I would do is that the time is organized a celebration for my work, and I organized my site celebration days at the beginning. My idea. Waas. Let's celebrate birthdays and anniversaries. So I sat down with the site leader and I made my suggestion and I said, Look, I could put near the coffee around the fridge in just just a sheet of paper every month where we celebrate people's birthday and I even anniversary, this idea got accepted. We created its simple database, and every month we would know which day is whose birthday. Then we went on to theme days, so I thought, Why don't we organize a team day once in a while, where people come dressed up or where people share some pieces of their authenticity with the rest of their colleagues. So we did a collar day. We did a summer day with a sports. They you get the point. We organize something special and funny that engaged everyone and help people to interact with one another. Remember if the activities allowing connection and networking between colleagues this is great and appreciated. It worked fantastically, and I soon was at the origin of a total engagement group, where celebrations when what was once dream. But then we went on to sustainable development and innovation and new Peters that went beyond me. But I was at the start, and my name was attached to this engagement focus that I brought to the site. So what can you do in your site? How can you contribute to either what's already existing or something that is not existing ? Look for your passions. Look for what really excites you and where you're naturally good at, and then seek for ways to integrate this with your work. This will be highly appreciated in corporate to remember. Look beyond your current job and then make sure that you take accountability for your career. Remember that visibility is highly important in the corporate environment and that you was be known for the results you deliver and finally sick for ways to bring your passion and your talents into work, even if they're not work related. This is a big part of how you can bring your visibility to life naturally without forcing it without becoming fake or without having to act in any way that is inconsistent with your integrity. As you can see, this training is probably telling you things that you were not expecting. And I hope it's the case, because I think so many people have made the very basic assumptions that to be promoting you just have to work hard and do your job and do it in an excellent way and deliver amazing results. And then you'll get promoted. And that may well work in some companies. But in most corporate environments, it is not. This is not the way, yes, because actually there only focusing on 1/3 off their riel performance. What do I mean? I can tell you that when we look at people's performance. And when we look at people ability and readiness to be promoted, we focus on is three key pillars. The three key Peters off success, and they are first. What? What do you deliver? So what are your results? And believe me, it is absolutely fundamental to deliver great results because they are your track record and there the facts that bring to life, your skills and capabilities. But that's only 1/3. The 2nd 3rd is how he deliver. So what are the behaviors? What were the relationships and what was the impact off? How you deliver what you have delivered, and it's as important to deliver in the appropriate way with the right behaviors that inspire others, and that can be used as a role model for anyone else in your cooperation as it is to deliver. But that's only 2/3. What is the last Peter off success? It's your personal development. How do you take action every day at work to grow and learn and become a better leader, a better contributor every day? How do you proactively work on your self development? This is what we're going to see in the next lesson, 5. 3 Your personal development plan: your personal development plan. We're now getting into my most favorite topic when it comes to cooperate career and to work . And you think I'm kidding or exaggerating or that I'm two different? Well, let me tell you, if you want to accelerate your career, you better start adopting the belief that your personal development plan is the most important activity. You must focus on at work, learning every day, becoming better, working on the feedback you're getting and increasing your skills and behaviours. This is what is going to get you to the next level faster and quicker than anything. Remember the three key pillars of success Focus on the what? Focus on how you deliver and focus on developing yourself and learning every day. So how do you do that? How do you work on your personal development plan? Well, first of all, I would encourage you to go and consult your HR team because I am pretty sure that there is already a existing processes in place in your company or environment. Yeah, so sit down with HR or with your manager and as them What's the personal development process in this company? They call it. I D P PDP doesn't really matter and you usually get great tools, great materials from HR from your manager that will help you structure your personal development and implement it in a consistent manner. The real problem is not the process. The real problem is not the tools. The real problem is the importance that people give to the PDP. Even your manager may not be fully excited about this, you know, and you will have time in your career where your manager will not believe in personal developments and will be quite against spending lots of time on it. That's OK, because remember, you are in charge of your career, not your manager. So it doesn't really matter what he or she thinks, because for you it's important and you've decided that you will spend time on it. That's what's important, and HR and senior leadership will always encourage you to do so. Believe me, find the right sponsors, find the people who are successful in your company and who believe in personal development and make sure that they know you share this love and this passion with them. They will support you and they will help you to be successful. So how do you do a PDP? You've got your processes, you've got your toe. I don't want to repeat or contradict Whatever your HR business partner or colleague will tell you, that's not my point. I will just introduce a few guidelines, either for those who don't have a process in their HR team, or for those who are just seeking for a different way to do this as n reaching their existing process. So I personally use a metrics level off, first of all, the streaking key pillars of success. So what? How and personal development And I combined this with the way human beings learn the way human beings beings learned, is actually by Dewey by watching others and through theory, imagine that you want to drive a car in order to drive a car, and you can read the manual about all the equipment and their use. And what's this button for? And what's this pedal for? And there is a steering wheel, and you can get that you can watch somebody else driving and you can see how they do to shift the gear to turn where they look and how they sit you can look at all they do and learn from this too. And finally, you can learn by practicing by doing it yourself. So you learn by doing your own by watching others, and you learn through Syria theory. Sorry. So the ratio between those is the following 70% of what you know is by doing 20% is through others, and 10% is through Siri. So make sure in your personal development land that you have 70% 20% and 10% types of activities in each of your learning focus areas. Then what I do is identify 123 skills that I want to develop. I agree with my manager that those are the skills I should really develop, and I focused on them with a 70 2010 action gland. Where do I get my competences from on? You know, the things I want to focus on as my personal development. Very simple. I use lawmaker who has a released off 67 skills or competencies. I encourage you to check the book called F Y I for your improvement. If you want further details on those competences, it's things like managing, measuring work, communication skills, reading skills, coordinating, facilitating meetings, directing others, decision quality, this type of things. Yeah. So really, At each level, new career you will have to develop further some set of skills. What are the skills that you need to develop for where you are right now? That will prepare you best for your next role? Look for the feedback you're getting. Ask your manager. Ask your pierce and get from them the type of skills that you could improve so that your results the what and how are tremendously improved. So I hope this makes sense in summary, my personal development plan looks like what? How and PDP And for each I have a condom for how I'm gonna do this by 70% of doing. I'm gonna learn through others and how I'm gonna learn through theories, theories can be books, trainings, articles, online trainings, this type of things and from others I would look for Rome. Others mentors people who do this in a brilliant way within the organization or even outside. And how can I learn from them by spending time with them? So that's your personal development plan you can use HR. You can use my principles really again. I'm saying it because it's so important. The point is not about the process or about the tools you can use whatever tool process you like, as long as you make it a priority for yourself and that you invest a considerable amount of time and efforts in growing. And for that look for feedback remain open and take whatever feedback you get from people around you and work on it and ask yourself, How can I grow? How can I be a bit better, more rounded? Professional? How can I increase my performance? How can I change my how how do they perceive me? But do they think of me? And what impact did I have with this person? Or in that meeting? This is the key questions that will help you grow and progress faster. Remember three Key Peters of Success. Your what? Your how and you PDP you tick three boxes. You making progress in your career faster than anyone, by the way, work with your peers. I didn't mention it enough, but when I was at the beginning of my career, I used to sit down with my peers and we would study personal developments. We would look at each other's personal development plans. We would review our competencies and learn them by heart. We would prepare and do mock interviews, and we would give each other feedback constantly. Yeah, years later, when I looked back into this, we know this pier in particular. We both got promoted several times. He and this work we did together and power. That's so much. So look at your peers and think, Why there? Maybe today you could think, Well, there's gonna be one position of manager and we're gonna be competitors for that position. But if you think in the wider scheme of things, yeah, it is much more valuable to work together with your peers. Grow together and explain your skills as much as possible because opportunities will arise with abundance, whether it's in that company or another. And you should never feel like there is a scarcity in that you should protect yourself from your peers and not work with them. So open up, find a few individuals that you trust particularly and offer them toe work on personal development. Together. It's much more fun. You're gonna make more progress and again is gonna give great visibility because you're now acting as a role model and that will make a lot of noise. 6. 4 Build your career plan: So you've got your PDP and you work on this regularly, you invest time and effort into it and you review it on a recurring basis to make sure that it stays accurate. And on the top of your mind. Now, I would like to talk about building up a career plan. This is also something where your HR business partner may help you and not every company does this. So what I am courageous to do is very simple, actually. But it's just about planning your career ahead. Where do you want to go? Not just next but the role after the next one and where you gonna be in five years? And maybe even where do you want to be in 10 years from now? Build up a career plan that shows the progression that you would like to perform in this company or in your career in general. Yes. And it's gonna be probably different in reality. And when you look back on your career plan and what has actually happened, there's a high probability that it's different. It's not the point. I once sat down with vice president of a footsie company and I asked him you know what, what could have affected his carrier and made me even more successful? And he said, Well, it's clearly one thing. It's the fact that I didn't know I wanted to be a VP, and if I had known I wanted to be a VP, I would have gotten there quicker. So what is it that you want to achieve? What is the type of role that you want to get? Make sure it's written and make sure you can present this to anyone who is asking when you will sit down with senior leaders with HR with your manager. It will help you to communicate a clear message of who you are and what you want to achieve . This is extremely powerful, and we're going to see this in another lesson. The other thing. I would like to encourage you to put on your career plan. He's around your strength and your motivators, because sometimes it's quite difficult to know exactly what jobs you want to do next. Yeah, so look at your strengthen your motivators and use them as a compass to understand better. What type of rules might suit you best in order to learn about your strength. I recommend the tool called the strengths. Find their survey. If you buy the book on Strengths Finder, they will give you a link to an online survey where by fitting in this question, there you will get a detailed report on what your biggest trends are in the corporate environment. And I found this very useful. It's actually widely used in the corporate environment, so that's a worthwhile investment. And by the way, I think that if you talk about it with HR, they may even support you in this initiative and pay for it. So why don't you give it a go? It will show people how passionate you are about your PDP, which is back to the previous lesson, and it will increase your visibility, which is how career work in corporate. So then you get your strength. Think also about your motivators, and, you know, here I'd like to encourage you to think about the following types of questions. So do you like to work with a wide variety of people and engage with lots of stakeholders focusing on influencing skills? Or do you prefer to go in depth in some detail with a specific team where you build solid relationships and where you work a little bit more independently. So are you looking more to becoming a people leader or more of a peeler, a solid experts that inspire others and that spends his time coaching and mentoring other people so very different types of career. Do you like to work with external parties such as suppliers or customers? Or do you prefer to work internally? What type of division do you think suits you best? Is it Mawr sales and marketing? Is it more finance? HR or I T. And the back office. So think about those big questions and start narrowing down your options in terms of career . And you know what? At the end of the day, it doesn't really matter if your career plan is right, because the point of your career plan is two folds. The first is is going to give you energy and compartment to move forward and to take action and the SAG unease. It will trigger quality and inspiring discussions with other people because there is nothing so valuable as sitting down with the senior leader and presenting them your career plan and asking them. What do you think? Yeah, what's your view on my career plan? And where do you see me going? And using a career plan for this will create an impression back to visibility, off working. We've someone who's mature, who is very concerned about his future for her future and someone who is passionate about personal development and growing. And this will be highly recognized in a corporate environment. So go ahead and create your own career plan. I'm just going to share an example of what I've done in the past, so so that you get a starting point. But really, I grade you to do it in your own format and in your own way, as long as it shows your strength, your motivators and the examples off a career path that you would like to follow. In an ideal world, I think that's that's great. And that's more than enough. Yeah, so have fun. Make it exciting because this is about you. Nobody has asked you to do this. You do it proactively because you enjoy it and because you're taking control of your career 7. 5 Working with your managers: working with your manager. So you've got your PDP and you now want to partner with people who are gonna help you accelerate your career development. It might not be your direct manager. I want to be a front about this. You don't choose sometimes who you work for and they might not be your best supporter and your strongest contributor in career development. That's okay. That's okay. Learn how to work with those people because your manager remains your manager, and the more you can align with your manager and make him a supporter of you, the better. You're gonna have chances to be promoted in the future. But also look beyond connect with other managers. Maybe think about the next, really want to get who is the manager of that division or that team. And how can you approach this person? And how can you work on your PDP with this manager as well? Okay, so my point here is when I say work with your manager, I actually mean work with your manager's and make sure that you have sponsors more than one . Definitely more. You work for someone today and tomorrow it will definitely be different Okay, So how do you do? Well, there's one thing Yeah, give and you shall receive. And I think it really applies in the corporate world, and it really applies when you want to be successful. So the number one question that you wanna have in your mind is how can I make my manager shine? How can I make my manager successful? I remember once sitting with appear, and we knew that our director was going through a difficult time because many of our projects were not running as expected. And we knew that the CEO at the time. So our director was reporting into the CEO, and the CIA was very unhappy with the performance off the division. So we organized the session between peers, and the main topic of the session was, How can we help our manager? How can we make her successful and we brain stones? And we took initiatives on using each other skills to make sure that she would go through that hard period and that we could support her and contributes so that the situation gets better? Yes. What happened? We managed to fix some of the projects. We reassigned some resources and put in place a SWAT team that could contribute and re establish the project back on track. Thanks to this, not only our director was recognized for turning around the situation. Not only our CEO was satisfied with how the division responded to a difficult situation, but now this director. A few months date or get promoted as CEO, think about our position on did doing everything we could to make her successful. And now she's the CEO having more influence and more leverage and how she's going to make decisions about our future and our career. It definitely helped us. So the point is, you're one Focus with your manager is how can you contribute in a way that makes your manager successful? And if you keep this in mind all the time, remember lesson one where I said Luke beyond and look for ways to do more than what you're expected. It's part of it. Look for ways that you can make your team, your peers and your manager highly successful, and through that you're gonna gain visibility. You're gonna learn, so you're going to grow and develop yourself and you're going to be recognized. So always start by asking yourself how you can make your managers successful 8. 6 Sitting down with senior stakeholders: Okay, I'm making this specific lesson on sitting down with senior stakeholders and especially senior leaders, members of leadership teams, directors, Vice President C Exel's that you will have the chance to spend time with along your career . And I think I'm doing this because it's so important that you know how to handle those key sessions. You're not going to get many of them and you're not gonna have a lot of practice. So prepare. That's the number one thing already. It's get ready and come in this session as prepared mentally and emotionally as you can be so that you make the best impression increasing visibility and add value. So, first of all, how do you go about setting a session? How do you make it happen? The first thing I would say is make sure that you talk about it with your manager first, and that you get endorsements so that you can start going ahead and reaching out to people with the support of your manager and asked to your manager for support. Asked new manager. What's the best way of reaching out to senior stakeholders? For example, I used many, many techniques one way might be simply going and talking to a senior leader and say, Hey, I would like to sit down with you and have a conversation When would you have some time? That works for some people? Yeah, but some other stakeholders are always busy, always on the run, and they might not even know you. So how do you go about meeting with them? You can go through your managers and asked them to ask them so you can go through them or you can use other tricks. So, for example, I once wanted to get to know our chief marketing officer better. And I know that he was taking breakfast every Friday morning and that most of the time on Friday mornings, he was on his own at the table. So when I approached him, I said, Hey, I see that you are having breakfast on Friday mornings, and I was wondering if this is a time where you want to be alone and refract or if you would mind that one of those days I join you and we can have a conversation because I like to ask you a few things worked perfectly and he was very glad to share breakfast with me. And it was not only a great way to connect, but also a way for me to learn from this person in an environment that was a bit more relaxed than sitting in his office or doing it more formally. I also used the opportunity, especially when I was working in France of using the coffee corner in the coffee area. Very often you have access to senior stakeholders, so why don't you just find a way to join their table and engage in a discussion? And then, you know you will, naturally over time, have a chance to ask a few questions so coffee corners can also work. And finally, one of my most favorite tricks is if you have the chance to travel on business trips, be smart about it. Yeah. Can you share a taxi with some people that you want to get closer to? Can you get on the same flight? Is them and influence the way you're seated so that you get to sit next to them and share? I used to do that a lot with one of my managers who was always on the run, and each session we had together was great. But each time we didn't have enough resources in, he had to go to other meetings. So the way I got to spend more time and get closer to him Waas to spend all my travels sitting next to him and he knew it is. I all know you're sitting next to me again and we were joking about it and I said, Yes, of course, if you don't want to work, I appreciate this, but you know, I know we're always so busy. So I thought, That's let's do it during the travel time. And it worked brilliantly for us so much that I remember once. Ah, him telling me we have to go to Amsterdam and from Stress. But where I was working, you know, it was about five hours of a drive or we could fly. And he said, Well, I know you like to spend time with me during travel, so why don't we drive together? You can print out a few things and we can work together on your personal development was the best session I had together with him. Lots of feedbacks, lots of learnings and lots of fun as well. So you get my point? Yeah. Find a way that suits them. Remember the principle of adding value to others rather than thinking about what suits you well applied more than ever with senior stakeholders because their time is really, really precious. Then they're just acting busy. They really are. And they are drugging with 1000 topics, so make it easy for them. Okay? Now, the second thing is, you get the session, you're sitting. So what do you do? How do you engage? Was very simple. I always say that a good success indicator is to make sure that they speak more than you. If you manage to do that, you're gonna have a successful session and you're gonna learn a lot. How do you go about this while simple ask open questions, open ended questions that are quite general and encouraging and makes them talk about something they enjoy. And of course, that is related to your point. So my best examples would be if you look back, you know what has made you successful in your career or even what has made you so successful in your career or you know, what do you think is the key skill that helped you to get to where you are. And in that quick And what advice would you give to someone who wants to be successful in this company? This is a great one, so you get my point. Yet open ended questions and Corin Jing positive questions that get them to talk about their personal history and how they got to where they are. People like to share that. The problem is most of the time when they have one on ones, people come with problems. We've project issues or budget core concerns and decisions to be made. It's quite rare that someone is genuinely interested e knowing how they got where they are and give them a chance to share a piece of their story. So be that person and then a few things. Make sure you come with a pen and paper. This is about being serious, committed and curious. Listen carefully. Take lots of notes and a final tip and the session before the Agreed Time. If you plan for 30 minutes, make sure that you close it after 20. Why? Because they're gonna leave with a great impression off having the best gift you can ever give them. Which is they got to share part of their story. And they now have a bit of extra time. And they don't have to rush to the next meeting. They have 10 minutes where they can relax. Thank them. Well done. 9. 7 When to apply for a promotion: This is the last step. You are continuously working on your PDP's. You're increasing your visibility. You're sitting down with managers and with senior leaders and you get feedback, which again reinforce your personal development. You're delivering great results, and now it's time for you to look at the promotion. So how do you know when it's time for you to apply for a promotion? Well, I think the first step is clearly to go and consult. We've the hiring managers and your own managers have a discussion and ask them the person's they're looking for. What is the pro fine? What is the type of experience and, honestly, ask them if they think you would be a good candidate for the role. Yeah, that will give you a very specific clue as to whether you should apply or not. The other key source of information is human resources. So as part of your senior stakeholders, I hope that you're engaging with HR on a regular basis that you're getting feedback and share your career plans with HR. It's also great time before you get and apply for a promotion to sit down with your HR business partner and ask for their advice. Do you figure should apply? And what do you think might may be successful in this job? Yes, I think it's great to have as much inclusion, and that's much sponsorship before you apply for a promotion. Clearly, I would not recommend you to surprise everyone and apply to a position without talking about it first. The more preparation you make, the more chances you'll have to be successful. And if they don't advise you on, recommends new not to apply. You will know why, and you will know exactly what you need to work on so that you can apply ice to the next role. Let me share with your story of how once I failed in applying this principle, there was a job that was highly attractive to me because it was focusing on the European region and it was a motor sales role for the food segments at Mars. And I didn't go and apply for this job because off the old principle that oh no, I think it's going to be him that's going to get it. There was a person who was very likely to get the role, and therefore I gave up without even trying and without having any discussion with anyone. And this person actually had the role as I expected. But it so happened that later on I sat down with the director who was recruiting for that position, and we happened to talked about talk about that position, and I share with him that it's it was a position that I would have been very much interested in doing and applying for and the funny enough, The director tells me, Well, to be honest with you, Greg, I was expecting you to apply, and I think you would have gotten a great chance of getting the position. But you didn't make any move you you didn't seem to be interested. So we just went ahead and, uh, we recruited the other person. There was a big niece here and all this because I simply didn't take the time and maybe the courage to go and then, you know, ask around and say, Would you think should I apply? Would you recommend me to do so? Remember, you are in charge of your career. Yeah, and it costs you nothing in the corporate world to have discussions with senior stakeholders. It's something that we encourage normally, so go and sit with them and ask for their opinion. You're gonna get two things a chance to be promoted and get the job you want, or valuable, constructive feedback about what you need to focus on so that you can get the next one. 10. 8 Conclusion: so that's it. This is the end of the training, and I really, really hope that those are valuable tips and guidelines that will help you to be more successful in your career than you can even dream of being. It is quite hard to be fair to give a training on how to be successful in your career because it's highly depends on you. Highly depends on your company, your environment. And you know, there is an element off being in the right place at the right time and maybe even with the right manager to to be more successful than than others. Yet I tend to strongly believe that you are empowered and you're in control of your career , and you can highly influence your destiny and your future by applying the principles that I've presented to you. There are many other ways in which you can further develop your careers, and I think that if already you start with those, it will start triggering new creative ideas, new creative options for you to go even further. So get started, take action and be passionate about personal development. Like I said in the intro, this is a training that I wish to give one day's when they to my employees and say, This is me And this is what is important to me. And this is what has made me successful. So please apply this and share with us your successes. I wish you all the best in your career. Enjoy. Add value contributes. Show who you are, the orthotics self and make it happen. Be visible. It starts now you're in charge. 11. By the way...: by the way, it's now your turn to reciprocate. The value have been adding into your life. If you could please take 30 seconds and leave a feedback in the review for this course, I would greatly appreciate it, whether it's good or bad. Learning is about taking what you think worked for you and didn't work and make this course even better for other people. So this is your chance to contribute, not just for me, but for all the future students who just like you want to learn and gropes for this course , thank you very much in advance for taking the time to leave a feedback and review by. 12. BONUS - The 3 pillars of PERFORMANCE: Hi, This is Greg from we grow and I'm here to talk to you about leadership. How to unleash the leader that is inside you today I'd like to talk about performance. Performance of people is actually based on three core elements. The 1st 1 is the individual. The 2nd 1 is the environment and the 3rd 1 is the role. What do I mean by that? Actually to get great performance from someone you don't just need a great individual with the right attitude, the right competencies and skills. But you also need to put the right person right roll. This makes a lot of sense, right? If you get a great basketball player and ask them to play golf, somebody tried. Didn't succeed so much then the environment. Remember what Gallup says? You join a company, believe a manager. Your manager is very important for you to succeed, snatches the manager. It's also the culture. It's also the environment. What type of work hours? What type of pressure, What type of conditions. This is a lie impacting your performance. Next time, you need to address a situation where somebody has a poor performance. Ask yourself which one off the free is it? Is it that it's not a right role? Is it that it doesn't fit with the environment, or is it the individual individual? Too often, we go straight to a conclusion that there's a problem. Is the person when really we need to broaden our perspectives and ask ourselves what we can do to find a more suitable role or ask ourselves if the environment this person is operating in is actually fitted for their town in strength and skills, Then address the question on the person. Like I said, if you haven't interaction with an individual with poor performance, it can be three thinks the attitude, the skills or the competence. So again, usually we have a tendency to go straight to the attitude and make assumptions that people have negative intentions or that they don't really want to work hard. Maybe that's not the case. Maybe it's just that this person requires more guidance from you as a manager. Maybe this person's lacks of training because for this particular activity, they didn't get the skills. They didn't get the experience. They didn't get the opportunities to increase their level of mastery for what you're asking them to deliver. Maybe they just lack of experience. So before you make a judgment on someone, ask yourself the right questions. Is it the right environment? The right role? Did they have the skills? And do they need training? If, after assessing all those criteria, you realize that there is actually a problem with the individual, I encourage you to take care of it as soon as possible. Have the conversation bs factual as possible and be as honest and transparent as you can be . Establish a clear, solid plan to improve the performance by explaining the type of behaviors that you're expecting and by defining clear results with measurable goals that you expect from your direct reports. This way, you can manage up from the issues before they start impacting your team and your delivery. This is gonna be helpful not just for you, but for the individual as well, because I truly believe that when there is a problem of performance, you're not the only ones suffering. The individual also is suffering from this situation. I assume that everybody is coming with the best intense and that they do the best they can in the situation they're in. Think about this perspective. Common is this frame of mind. And as a manager, I believe you can do a much better job at the end of the day. This is all about achieving great results through others. Unleash the leader inside you get more information and follow me for the next video. This is Greg from way. 13. BONUS - Providing constructive feedback: another elements that is very similar to holding and delivering a crucial conversation is providing feedback to someone positive and also less positive feedback. You want to make sure that you feel comfortable in delivering the right message is in a constructive manner in a safe way so that the person can take this feedback and work on it and consider it as a gift you're giving to the person rather than as a critic or on offense , which will turn them into a negative type of behavior. So how do you deliver feedback in a way that it can be received and accepted without turning into a defensive mode? Well, I believe that everything you've learned in this course applies to delivering feedback. And let me just remind you off a few very simple tips that I use for the delivering feedback Number one Start with some positives. Yeah, it will in store this healthy and friendly environment that will open up the mind of people and make them receptive or whatever message you're going to deliver next. So always start with some genuine comments about some great pieces of work they've delivered and some remarkable behaviors that you've noticed Reinforce the behavior is the second point when you didn't even feedback focus on the facts, obviously, And also on what was right in the behavior that brought them the results that they got. So rather than just saying yes, you know, you've got a great grade and well done. You finished first in this competition. I would rather give a feedback on you worked so hard and you prepared so well for this competition. You finished first because you put in the right amount of effort upfront. You followed through your training consistently. You were very serious on every aspect of your training, whether it's mental, physical, nutritional and look at what result you got. Thanks to this powerful, isn't it? So folks on the behavior, not just on the result. So you bring the facts, you being bring the behavior, you start with some positives and then find a way to turn the negatives into something that is encouraging. So if someone is consistently arriving late in your meetings, turned this into a new opportunity as to, you know, think about the impact that it has off. You waiting for someone who is late for a meeting you have a busy day and you have a serie of meetings to go through during the day. You have lots of emails to do. You probably didn't have lunch today, and someone is now taking five minutes of your precious time in making you wait. How would you feel about that? Well, this is how you've at times made us feel in our team meetings when you were arriving late. So just as you would appreciate that someone pays attention to protect your time and come on the time agreed for your meetings, I would appreciate the same. Is that something you could do would really tremendously impact positively the rest of the team and their appreciation for your contribution? Does that make sense? I'm just giving it as a waiter is encouraging and a friendly matter that just positively re encourages the right behavior that I'm asking the person to change makes sense 14. Bonus - World Class tips for Goal Setting: There is so much literature out there about effective goal setting and go management that I wouldn't give good tribute to it. So I prefer to encourage you to look out there if you want more details on effective goal settings. Yes. I wanted to make sure that I share my personal best principles that I advise on when it comes to effective Goal City s. Oh, this is gonna be just a very short snapshot off the very best that I applies for myself and that I also use doing my coaching and with everyone was using the life compass. So I'm sure that your family with the smart acronym Smart means when you do any goal, it must be specific. Describe as clearly as you can, measurable Any goal must have some way to measure if you're making progress and completing it or not. This is where you have key performance indicators. Really, any type of measure will be fine. As long as you can know that you've achieved that goal, it must be achievable. Eso set yourself goals that are realistic and that you know you can achieve relevance. Your goals must be the director Nate with your deepest values and your dearest dreams. Otherwise, you're not gonna gain sufficient energy to move towards to it. And finally, time bounded. This is a really good trick for you. If you put it that line, it's gonna really push an add on extra level of accountability that will make you follow through your commitments. So smart. This is really key. It's really the foundations off gold settings. And I'm sure you were fine with it already. Then the two others that I would like to bring our first of all, make sure that if you could get what you want, you would take it. Now say, for example, that your goal is to make a $1,000,000 per year. If you could have it now, would you accept it? Are you actually ready right now to make it happen? Some people aspire for certain things, but if you ask them if you could have it now, would you take it? They're not quite sure. If that's the case, I can tell you already you're not gonna reachable, so make sure that whatever it is that you want, if you were able to have it right now, you would say yes without a doubt without Eddie Inch visitation and then the other thing, which is really, really powerful when you make gold settings. And when you start committing for certain things is to attach emotions to it. Not many people talk about this. Yeah, but really feel what it would feel like when you accomplish this goal. What would you see? What did you hear? How would you feel? What would people say about you? What would you say to yourself? Use all your senses, whether it's your visuals, your auditory and your kinesthetic, how you feel. Make sure that you use all this spectrum and really project yourself on the go. This is done tremendously, inspire you and encourage you to move towards your goal. You can also use the opposite and reflect on what your life would be like. If you were not accomplishing that goal, What would be the impact? How would you feel? What would you say about yourself? Yeah, I feel the pain off not accomplishing this goal and vision and vision. How your life would be impacted if this was to happen. Those are really called for tools. Think about the leverage you can get from not accomplishing your goals and actually from accomplishing it and feel great about how it's gonna be when you're actually finish. That's the crossing line off the marathon or reached that way that you want it so much. And you're now we're in this wonderful dress that you wanted to be able to fit in. So, you know, those are small examples off how you can make a goal powerful. And then, finally, something I've already mentioned these commitments. Accountability, Yes. If you really wants to accomplish something, my advice is make a public commitment that you're doing it. Whatever your goal is, talk about it with your friends. Put it on your Facebook wall. If that's okay with you, whatever works for you, but find a way to make it public and to let others know about your intentions. It is going again to give you an extra leverage and additional pressure for you to follow fruit and make it real. Hey, we're human beings. Yeah, things don't happen unless you make a conscious decision to move towards what we want. This is the whole point of the life compass, and this is the underlying principle off everything you're about to learn here. So let's take action and they start fitting in your life. Compass 15. Workshop: Finding your dream job: Hello, This is Greg from we grow and today I'm back to talk about your career. What is your next career? Go. What is your dream job and how do you go about finding it? I'm talking to you today about this because my company is going through a takeover, and this causes us, my peers and many people in my team to consider what they really want to do. It's a great time just to step back and say OK, you know, this is an opportunity for me to reflect, But many people struggle with identifying what their dream job is. They feel that there is probably something that is missing in their current job, but they don't really know what they want to do in how they could go go about it. So today, this is gonna be a little special view because it's more of an interactive process. I guess it could almost be extended into a course, but let's do it is a video where I'm gonna ask you to hit pause every time the picture will fade, and then you're gonna take your time to take some notes, respond to some questions, exercises and step by step. We're gonna take you through this process off, finding out what your dream job is and what you could be doing next in your career. Are you ready? Let's go. So in order for you to identify creative options and ideas, I want to help you get your mind right and get into the right state. So I'm going to share with you three things for that. The first is Remember your career. It's a little bit like life. It's a journey. Yeah, So I think many people get stock because they asked themselves the wrong question. You're not looking toe. Identify. What's your dream job forever for the rest of your life? No. Ask yourself rather, what's your dream job for next for the next 23 years? What's your next step? What is the thing that you would like to do next? So narrow down the time frame, make it a lighter commitment, it will feel more relaxed, and you will feel like you're more empowered to make crazy decisions because, hey, this is not gonna be permanent. And even if it's only a step in your career, you can go and do it. The second step is about how you can get yourself in the right mindset to find the most creative ideas and options. And in order for you to do this, I invite you to pretend pretend that you had all the skills, knowledge and resources in the world pretend that you could not fail and that everything is possible. Pretend that you're fully ready and that you can do it right now. Just a lie yourself to dream. Permit yourself to imagine that you are the best version off the being you could ever be And get with this frame of mind into the next step. Finally, get yourself into right environment. So get some music. If you don't have any idea off an empowering and positive music, I don't know Peak The soundtrack from Gladiator. That's, you know, a little Hans Zimmer is really good, whatever you like, but puts something that boosts you that empowers you that gives you this energy, this vibe, where you feel strong and you feel unlimited in terms of resources and options. So once you have the music, you continue to pretend, and every time you ask yourself a question and you don't know just catch it and say, Well, what if you knew? Let's just imagine. Let's just pretend I know the answer. What is it? This is a trick. But I believe you. Believe me, it works. And and yet And remember, this is your dream job for the next 23 years, it's your next step is not gonna be permanent. So have fun. Let's go. So the first question is, what are you good at? What are the skills that you have? What are your natural penance and open yourself to to think about talents and skills that go beyond your work? Think about the talents and the skills you had from where you were a child. Things that you're naturally good at, people know. You imagine someone describing you? What would they say if you ask them? What am I good at? Okay. And just leased down the five key skills that you want to choose and say I'm good at this. Okay? The next key question is a little bit different. This now is about what you like doing. What do you enjoy doing? What gives you energy and motivation? What are you passionate about? So right. The five things that you really, really enjoy doing again. Get beyond work. Think about everything you like. Okay? And write down what you really like doing. What gets you gives you energy. Go. The third question is a very quick one. It's about the mindset again. But I wanted to give you an opportunity to elaborate on it. So what would you do in your life if you have nothing to lose? Absolutely nothing to lose. Don't. Don't think about the money, the responsibilities, the family, All these old duties are gone. What would you like to do if you have absolutely nothing to lose? Let's go right down. Five ideas. Nothing to lose your totally free. What do you do? Ok, now let's think about your contribution. Think about how you can add value. So right down the ideas off the activities and the types of jobs you could do that would have the best and most important impact on people or the planet. Where could you contribute most? How could you make a difference? What type of jobs? What type of activities? Writing down five ideas even more if you want. Let's go crazy. Contribute people and planet go we're making progress and you are now fine tuning some ideas. Maybe you have similar things coming back. It's okay. We're going in loops. Everything is a process. So now the next question again, your top five ideas off what you would like to do as a job or an activity if you didn't need to earn money. If money was out of the question and you wouldn't care about how much you earn or how much you need for a living, what would you do? Take money out over the question and ask yourself, What would I do? The next question is something that resonates particularly to me. It's around the legacy You want to leave. What story do you want to leave behind when it comes to your career? What do you want? People close to you tell about you? What legacy do you want to leave? Think about your life. Your story. Look behind and say, This is the career that I wanted. This is what I was dreaming off. And I did it described this What type of jobs would have you done? What changes have you made? Okay, we have now opened up lots of doors and ideas for your subconscious. Mind too. Active the creative mode in you and just come up with as many possible solutions and options as you could potentially come up with, which is Ah, lot. Remember, if you think you have no idea, just pretend. Just imagine you have ideas. Just pretend you're someone with lots of ideas and lots of creativity and let your mind flow. So 30 seconds right now, right down all the jobs that come to your mind. Don't think, Don't on a nice just write down all the potential ideas of what type of jobs you want to do . Go 30 seconds. Well done. Thank you for following me through this process. It may have bean a little bit disturbing to be pushed like this, but believe me, your mind no knows how to keep up. And the faster you do it, the less you will rationalize and analyze what you're saying or doing a writing. And the more you will activate your subconscious mind, which has all the answers. Believe me, you can trust him or her. And now it's time to look back at what you wrote and just select the top three ideas. Look back at all those questions. Look at what you wrote down and identify your top free key activities that you think you would love doing that you go, that that will make a contribution and contribute to your own legacy and story your top free and come back all right. By now we've bean in dreamland. For a while, we've activated the creative mind, and we have allowed ourselves to dream and well done. I hope you enjoyed this moment and this experience. I think we don't do it enough. We don't allow ourselves sometimes to just have a bit of fun and let our mind express itself, so I hope you enjoyed it. Now let's activate the reality filter a little bit and press this button again and look at your top three options and consider now, what is the most realistic option based on your current environment, your current state what you know where you are, how much money you have and how much you want to make What is the most realistic next step from those three? And if it's not feeding for those three and non are achievable really, Izabal, Then maybe you want to look back at this list. It is now time for you to bring back a sense of reality, check and just select what is the most credible and achievable next step. When you get it, ask yourself. How would I go about making this happen? How could I do this job in the future? When and what steps would I need to do to take what changes would I need to make? So how would you go about making this a reality and write down the steps? Write down what you would need in terms of resources in terms of times of skills, off, environment of support, off people and connections. Just leads down everything you need. When you get this, you've got your plant. You know what you want. This is your vision. This is your goal. And you know how you're going to get there. This is your plan. You ready? That's it. I hope you enjoy this. I hope this was helpful for you because I'm going through this stressful moment, you know, going through a takeover at work. And I see not only myself but also many other people being impacted by this personally it does put the burden on us. You know this level of ambiguity and the pressure of having to think about our future and our career. And I hope that's for the simple process and those tiny questions you were able to come up with new ideas, new perspectives, who know, Maybe this is how you could potentially help yourself change your life and have a better future and make a difference to the people on the planet. Add value. So I hope you enjoyed it. Keep on doing it. And if you want to go back, do it again. Remember, pretend allow yourself to have fun and trust the process and trust your subconscious mind. Keep growing. Thank you for the time. And I hope that you will find the very best next step for your career. Make it happen. Thank you.